HRIS can considerably improve the ease and effectiveness of succession planning, thereby creating a simple and easily communicated plan that can be altered or updated with the click of a button. The following tips can help improve succession planning processes. They can also ensure better user adoption and effectiveness in boosting organizational performance when processes are switched to an HRIS.
1. Educate Employees about System Benefits
Many managers and employees are resistant to change when they don’t realize how the changes will benefit them. If managers and employees study the benefits of automating succession planning, they will get excited about switching to an HRIS for succession planning. Employees and managers may benefit from expedited decision making, improved approval processes, and fast-tracked people development programs.
2. Train for Success
After succession planning has been successfully automated, employees and managers must witness a demonstration on how to use the feature. If special attention is placed on how automated succession planning will make some of the employee and manager’s current tasks easier, it will help garner support and increase user adoption. Employers should be prepared to answer questions and allow employees time to adjust to the new tool.
3. Integrate Succession Planning with Other Talent Management Systems
Integrating succession planning with training programs, performance management systems, and other talent management systems within an organization can breathe life into succession planning.
Instead of simply being words on a paper or screen, succession planning becomes a pathway to success for employees that take advantage of the program. When employees can click to access training videos and quizzes that will help them develop their skills, succession planning will become more interactive.
4. Link Succession Planning to Compensation
Linking succession planning to compensation and keeping employees thoroughly informed about how the two are linked can improve the use of the system and its overall organizational performance. It’s also important to set expectations for continuous development. If employees are compensated-or docked-based on their participation in that development, their motivation for attaining success will significantly increase.
5. Employ a “Bottom-Up” Approach to Succession Planning
Dictating an employee’s path by creating a hierarchal structure that must be followed for development has shown to be ineffective. Many employees become disengaged when they feel like they have little control over their own destiny with a company. Often, this turn of events increases turnover and causes discontent.
Using a “bottom-up” approach to succession planning allows employees to communicate their own goals. This approach allows employers to align organizational goals with individual goals, while employees can actively participate in their own development.
6. Use Succession Planning Reporting for Promotions
One major point of succession planning involves establishing a plan for filling every key position in the organization. If an employee decides to vacate their job, it is most important for the succession planning tool to accurately report who is best qualified for the open position. Failure to utilize the succession planning tool in this way will likely decrease morale and negatively impact use of the system.
